Ep 222 - Protecting People with Disabilities Against Discrimination with AI in Employment - Workology

Ep 222 - Protecting People with Disabilities Against Discrimination with AI in Employment - Workology As the adoption of artificial intelligence in our workplaces increases so do conversations around AI and discrimination. Probably the best-known case study is from Amazon who developed its own AI candidate matching tool for technical positions. The company abandoned this tech after determining it was matching candidates to positions who had male names, went to male universities and specific work experiences. Over the last several years as the adoption of AI in HR and recruiting has increased, I’ve been doing my own research on how this is and can impacting our workplaces from our hiring to training, to other employee engagement activities.   Episode 222: Protecting People with Disabilities Against Discrimination with AI in Employment with Alexandra Reeve Givens (@AlexReeveGivens) This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Alexandra Reeve Givens.   Alexandra Reeve Givens is the founding Executive Director of the Institute for Technology Law Policy at Georgetown Law, which operates as a think tank working on cutting edge issues in technology law. She previously served as Chief Counsel for IP and Antitrust to the Senate Committee on the Judiciary and to its Chairman/Ranking Member, Senator Patrick Leahy (D-Vt.). She began her legal career as a litigator at Cravath, Swaine Moore in New York City. Alexandra is also the daughter of the actor Christopher Reeve, who experienced a life-changing spinal cord injury in the 1990s. She serves as a Vice Chair of the Reeve Foundation, which supports people living with all forms of paralysis. Does AI Discrimination Against Hiring and Employment of People with Disabilities? I asked Alex this question because there is artificial intelligence in human resources, recruiting and employment is still so very new. For many employers who are considering AI in their offices and among their employees, Alex says that it really depends. AI is designed to look at patterns and make recommendations based on this information so if a candidate doesnt match the pattern, there is potential for discrimination. The Amazon case is a great example of how AI can create barriers to employment for all protected classes including people with disabilities. In this podcast interview, Alex talks in great deal about the conscious or unconscious bias that is present in the employment process right now not to mention the risk that AI also brings.   Alex says that employers are analyzing video, and she says they are looking at your facial movements and the tone of voice that you use. She says that there are also tools that have candidates play certain games or puzzles online, and they analyze how people engage with the test as theyre doing it. So, yes, there are technologies that might not be doing it purposely but discrimination is happening with artificial intelligence. A Look at Employment Law, Protected Classes, and AI As we mentioned at the beginning of the podcast, Alex is also a lawyer and provided us in this episode a look at how employment law is being shaped right now as a result of artificial intelligence and where it comes into play. One area that Alex goes into detail about is the EEOC. She says the Equal Employment Opportunity Commissions 1978 guidance on employee selection procedures, alludes to the four fifths rule. The four fifths rule creates a presumption or not of disparate impact. She says the EEOC is pointing to a piece of the 1978 guidelines from the EEOC to say run a statistical analysis. If one group is being screened out or not making it through at 80 percent or less of the dominant group. AI impacted by the four fifths rule. She says the approach might work for traditional gender categories. You can take sample set, see who is identified as a female and who is identified as a male, and compare how the women in the sample set are doing to the men. However, this isnt a standard practice for people with disabilities. She urges us to consider how we should think about that for disability according to the EEOC.   In this interview, Alex discusses different areas and in greater depth. If you are looking for a primer on AI and employment law, this is the podcast episode for you to listen to. Conclusion Alex’s insights are invaluable for HR leaders and I appreciate her expertise as a lawyer with a personal story and passion for helping to educate the public on the likelihood of AI causing discrimination for protected classes and under-represented groups including people with disabilities. It’s imperative for HR leaders to be aware and informed on these types of conversations, research and as well as current employment law and protections.   The future of work series in partnership with PEAT is one of my favorites. Thank you to PEAT as well as our podcast sponsor Workology. Connect with Alexandra Reeve Givens on LinkedIn. RECOMMENDED RESOURCES RELEASE: CAP Lays Out Agenda To Advance Economic Security for People With Disabilities Buy IT!â€"Your Guide for Purchasing Accessible  Technology Avoiding Adverse Impact In Employment Practices Transcript Ep 121: How Artificial Intelligence Create Discrimination at Work How to Subscribe to the Workology Podcast Stitcher | PocketCast | iTunes | Podcast RSS | Google Play | YouTube | TuneIn Find out how to be a guest on the Workology Podcast.

Experienced Protective Services Resume Template 2018s Top Format

Experienced Protective Services Resume Template â€" 2018's Top Format Experienced Protective Services Resume Template - 2018's Top Format Make ResumeGabriella Griffin100 Main Street, Cityplace, CA, 91019Cell: (555) 322-7337 model email@example.comSummaryAccomplished United States Air Force veteran with TS/SCI freedom with more than five years of improved involvement with law authorization, security tasks, and section control with a fair release compatible of a profession in the security and defensive administrations field in which my broad experience will turn out to be incredibly beneficialHighlightsTS/SCI ClearedFirst Aid trainingWeapons trainingSecurity of Distinguished PersonnelDefensive TacticsCounter-fear mongering StrategiesSituational DeescalationCrime Scene ManagementSafeguarding Classified MaterialCrime PreventionCustoms/ImmigrationsLaw Enforcement Public SafetyOC CertifiedMEB Asp CertifiedInterview/InterrogationsTraffic ControlExperienceSecurity Forces MemberAugust 2007 to May 2013 United States Air ForceUS Air Force Most Previous Assignment: Andrews AFB (2010-2013)Overseas Tour: Lakenheath AFB, England(2008 -2010)Deployments: 6mo. U.A.E 6mo. KuwaitFulfilled a broad scope of law implementation, security, and passage control activities. Educated in the utilization of guns, asp cudgel, OC splash, and x-beam discovery frameworks. Two organization visits with a consolidated year of involvement with third world traditions and security activities. Served a multi year visit abroad at Lakenheath AFB, England to regulate a section control office for a high intel asset. Prepared various subordinates both stateside and abroad. Amazingly capable in the security of assets, grouped material, and dignitaries. Completely equipped in cuffing/looking through strategies just as strife de-escalation.Awards and RecognitionHonored with Unit Meritorious Service Medal in 2010 just as 2012, Good Conduct Medal(2010), and Marksmanship with the M-4 RifleEarned predictable tributes from initiative for commitment to obligation, benevolence, and the keeping up of Air Force basic beliefs which set a positive model jus t as standard for subordinatesRated 5 out of 5 on my enrolled yearly presentation audits joined by high scores on yearly employment capability testingEducationHigh School Diploma: 2007 East Hampton High School East Hampton, NY, USLaw Enforcement Securtiy, 2007 USAF Security Forces Academy Lackland Afb, TX, USCustomize ResumeMore Law Enforcement and Security ResumesEntry Level Correctional Officers Resume Templates

How to Use a Sales Associate Resume Sample For More Business

How to Use a Sales Associate Resume Sample For More BusinessWhile no sales associate should have any hesitation in using a sales associate resume sample, there are some that do not. Some of them are good enough to get the job, but the rest are not.The sales associate resume is supposed to be a great tool in your arsenal when you apply for a sales job. It does a lot of things for you that will make you stand out above the rest of the applicants. If you fail to use it properly, your resume will look amateurish and lifeless. This will put you in the category of applicants who will probably never get a call back.If you use a sales associate resume sample correctly, you are demonstrating your intelligence and professionalism. To succeed, you need to show these traits on your resume. These are the very things a potential employer will be looking for when they are reviewing your application.If you want to make your sales associate resume stand out above the rest, it is important to not use the same style as everyone else. Your resume must be unique, original, and professionally done. If you use a sales associate resume sample that does not fit your style, your resume will look unprofessional and can hurt your chances of getting the job. Some people like to be different, but many others find this type of bold and unusual resume style unappealing.You must avoid using phrases like 'Professional Sales Associate' in your sales associate resume. Many employers who use resumes like this will also put a lot of stress on the content of your resume. You must present your resume as professionally written. To achieve this, you must avoid using filler words and avoid using the same filler words as others.To make your sales associate resume stand out, use power words where appropriate. This includes using strong verbs and proper grammar. The first sentence should always start with a strong first word that will set the tone for the rest of the resume.Be sure to include an effective cover letter, which is the next part of your sales associate resume. It should demonstrate your ability to get along well with people and make them feel at ease. Make sure to attach your resume to your cover letter, but not necessarily at the bottom. Remember that you want to be able to contact the prospective employer after they receive your resume.The last part of your sales associate resume is the personal and professional summary. Including this section of your resume will show the hiring manager exactly what you can do for their company.

Small Business Recruitment Strategies that Fill Talent Gaps

Private company Recruitment Strategies that Fill Talent Gaps Private company Recruitment Strategies that Fill Talent Gaps Private company Recruitment Strategies that Fill Talent Gaps In a period when a solitary activity posting pulls in a ream of resumes to audit, its difficult to accept that none of those candidates is a perfect match. In any case, when entrepreneurs enlist for a place that requires aptitudes sought after, they regularly locate that monetary instability hasnt made employing any simpler. To mount an effective up-and-comer search, independent ventures must convey a more extensive exhibit of enrollment techniques than at any other time. Private venture Recruitment Solutions This years enlistment processis exacerbated by the way that while numerous corporate goliaths are announcing record benefits, innovative endeavors must run less fatty than ever.Small organizations face a test in staying serious in pay and advantages, says Joleen Dorsey, a local executive of independent venture methodology for staffing firm Manpower. As a private company, its continually testing to locate the perfect individuals, says Peter Marquez, senior accomplice for deals and showcasing at eCube Systems, a venture programming creator headquartered in Montgomery, Texas. At the present time we are employing a specialized programming engineer, somebody who can do head-down programming yet in addition is happy with counseling and taking care of issues on the fly, includes Marquez. In reality, it is difficult to source a competitor who employs a scope of specialized aptitudes and furthermore realizes how to plunk down and chat with customers. Some activity necessities are inherently hard to meet. Simply ask Brian Moloney. Were searching for at any rate one full-time developer, with experience and expertise in the Django web system, which is uncommon yet developing essentially, says Moloney, overseeing executive at Imaginary Landscape, a website composition and advancement firm in Chicago. Whats the larger topic of private venture enlistment techniques with regards to uncommon blends of abilities? The best private companies take a one-size-fits-one methodology, says Dorsey. So lets take a gander at a couple of ways that little managers can adjust to pull in the sought after ability that can help take their business to the following level. Adaptable Work Arrangements Are a Strong Draw At the point when top ability comes to work for a little boss, a major draw can be work environment adaptability in the time and spot the work completes. Were seeing more businesses getting all the more obliging on work-life balance for experts with sought after abilities, says Dorsey. A portion of our developers have delighted in adaptable timetables and the capacity to work remotely, says Marquez. All things considered, for an organization that accentuates customer administration, its a test to offer adaptability to somebody who wears different caps, as is run of the mill at little firms. A private venture might have the option to cause outsize to notice its manager image by a radical-sounding advantage that, by and by, is very reasonable. We currently have no preset breaking point on took care of time, which makes us appealing, says Moloney. Our exploration and experience show that workers conduct doesnt change a lot, under the unlimited PTO approach. Provisional labor May Lead to Permanent Hires Experts whose administrations are in extraordinary interest whether business specialists or programming academics regularly like to stay self employed entities who appreciate the opportunity and assortment that their high hourly rates empower. They may fill a little firms ability hole incidentally, or consider a stable situation if the organization ends up being a solid match. Its right around a the usual result that we enlist programming engineers on contract from the outset, says Marquez. eCube can evaluate contract software engineers on various tasks and see where they do best, in the long run offering some of them all day work, he says. A few organizations, constrained by an aptitudes deficiency to utilize provisional work, make a temperance of the training by keeping the size of their workforce adaptable. I incline toward on location, full-time representatives, yet I need to complete the work, says Moloney. So past the 14 on staff, we have four developers on contract who work with us all the time, and that can go up to six or seven. Aptitudes that Dont Match May Still Be Transferrable Particularly in their enlistment procedures for senior-level experts, entrepreneurs would do well to consider whether they should discover careful counterparts for all the ability and-experience shots on their activity postings. On the off chance that we cannot locate an ideal match, at that point we search for somebody with abilities and experience that are transferrable, says Patty Barry, a head at Matter Communications, an advertising firm situated in Newburyport, Mass. That may mean we consider individuals with involvement with deals and advertising instead of advertising, for instance. Little Firms Let Employees Roll Up Sleeves with Clients At long last, entrepreneurs can gladly offer hard-to-track down competitors on the expert points of interest of working in a little association. What we offer and huge PR organizations need is the chance to work with customers top to bottom, says Barry. We dont bill continuously, and were focused on investing a great deal of energy with customers, sitting together to work and learn. Huge offices that bill at $400 every hour cannot do that, in light of the fact that numerous customers cannot bear the cost of it.